Date of Conferral
2022
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Christopher Beehner
Abstract
Attracting quality job applicants is a chief recruiting concern. Resources managers recognize that attracting and retaining the most talented workforce contributes to a company’s success and financial survival. Grounded in media richness theory, the purposes of this quantitative quasi-experimental study were to (1) examine the effects of recruitment practice (print, web, or print and web) on employer knowledge (employer familiarity, employer reputation, and job information) and applicant attraction, and (2) to assess the relationships between employer knowledge (employer familiarity, employer reputation, job information), media richness, and applicant attraction. The participants were 186 students attending a Florida higher education institution who completed a media richness survey. The analysis of variance indicated no statistically significant differences. The results of the multiple linear regression were significant, F(4, 180) = 42.231, p < .001, R2 = .473. Job information was the only significant contributor to the model (β = .570, p < .001). A key recommendation is for human resources managers to design more effective recruitment tools containing specific job information about the type and nature of work performed in the job role. The implications for positive social change include the potential to attract and retain qualified employees, thereby supporting the local community workforce and economy.
Recommended Citation
Barrineau, Annette Williams, "Relationship Between Recruitment Practice, Employer Knowledge, and Applicant Attraction" (2022). Walden Dissertations and Doctoral Studies. 13191.
https://scholarworks.waldenu.edu/dissertations/13191
